Lecture 7 & 8 Flashcards
What is performance management?
Set of interconnected practices designed to ensure that a person’s overall capabilities and potential are appriased.
What are the purposes of performance management?
- Ensure employees able to use talents effectively in performance
- increase employee engagement
- Individual performance = org performance and competitive advantage
What are the 4 steps in performance management?
- Observe
- Plan
- Act, monitor and support
- Review, rate, reward
Why is there so much variation in impact of performance management?
- Attempts to link HRM and goals/direction of org
- Relies on commitment of managers and quality of relationships with employees
What are SMART performance objectives?
- Specific
- Measurable
- Attainable
- Realistic
- Time-bound
What is an example of the performance management cycle?
- performance review
- Personal development and goal setting
- Performance review and feedback
- Bi-annual appraisal
- Repeat
What are the five dimensions of ‘Best value framework’ performance objectives?
- Strategic objectives
- Service delivery outcomes
- Fair access
- Quality
- Cost-efficiency
What is the role of performance management systems?
- Control
- Pay
- Promotions
- Work responsibilities - Development
- Planning
- identify training opportunities
- Discuss development needs
What are two possible responses to feedback?
- Validation if agreement with judgement made
- Defensive posture when there is disagreement
How can managers negate negative feedback dangers?
- Feedforward
- Proactive feed seeking
What factors could affect judgement during performance appraisals?
- Similarity Bias
- Social role theory
What are the purposes and desired effects of an appraisal interview?
- Improving motivation and morale
- Determining rewards
- Identify training opportunities
- Improving communication
- Clarify expectations
- Managing careers
- Selection for promotion
- Counselling
- Discipline
- Setting goals and targets
- Planning remedial actions
What are the ethical practices needed to be integrated into performance management?
- Respect for individuals
- Mutual Respect
- Procedural Fairness
4.Transparency of decision making
What is commitment strategy?
A shift towards employees’ development, attitudes, values and beliefs
What is control strategy?
Concentrates on techniques and procedures, disregarding individual development
What are paradigm shifts?
Once employees have been encouraged to pay attention to their progress at work, the organisation must be able to respond to their medium and long-term aspirations.
What do managers need to resolve with PMS?
Possible tension between individual goals and the manager’s interpretation of org goals
Why does there need to be constant adjustment of targets in PMS?
As employees gain experience, they become more proficient at certain tasks and can shift their focus to other improvement areas
What is 360-degree or multi-rate appraisal?
More rounded assessment by collecting performance data from multiple sources (e.g. manager, peers, subordinates, external, internal)
What can be a positive reaction to 360-degree appraisal?
When appraisees are open-minded and willing to use views of others to assess their self-perceptions
What can be a negative reaction to 360-degree appraisals?
Overly negative feedback can hurt individuals, confusion over if process if for feedback or judgement
What factors may determine how much performance improvement may result from multi-source feedback?
- Characteristics of feedback
- Initial reactions to feedback
- Personality
- Feedback orientation of those receiving feedback
- Perceived need for change
- Goal setting
- Taking action
